Human Resources Coordinator at Garza Law Firm in Knoxville, TN

Description

The Garza Law Firm’s Human Resources Coordinator is an exempt-level position and a key member of the Firm’s Administration team. The primary duty of this role is the performance of office and non-manual work directly related to the management and general business operations of the Firm, specifically within Human Resources. 

This position is responsible for coordinating and administering core HR functions, including recruiting, onboarding, employee relations support, compliance, and HR systems management. The Human Resources Coordinator exercises discretion and independent judgment with respect to matters of significance, including the interpretation and application of Firm policies, evaluation of HR processes, and prioritization of HR initiatives in alignment with business needs. 

The role supports leadership by providing informed recommendations, identifying risks, and ensuring consistent and compliant HR practices across the Firm. 

This position requires a high level of professionalism, confidentiality, and sound judgment when handling sensitive employee matters and Firm information. 

The Human Resources Coordinator does not have the authority to practice law, give legal advice, or set strategy on a per-case/per-client basis. 

Requirements

Recruiting & Onboarding Coordination

• Coordinate and manage full-cycle recruiting processes, including job postings, candidate evaluation support, interview coordination, and offer facilitation. 
• Exercise judgment in screening candidates, identifying qualified applicants, and recommending candidates for advancement in the hiring process. 
• Partner with hiring managers to align recruiting efforts with business needs and staffing priorities. 
• Oversee onboarding processes, ensuring consistency, compliance, and a professional onboarding experience. 
• Evaluate and recommend improvements to recruiting and onboarding workflows to enhance efficiency and candidate experience.

HR Administration & Systems

• Maintain oversight of employee records and HR systems to ensure accuracy, compliance, and data integrity. 
• Independently manage employee data changes, ensuring proper documentation and alignment with Firm policies. 
• Monitor timekeeping and payroll-related processes for compliance and accuracy, identifying and resolving discrepancies. 
• Analyze HR administrative processes and implement or recommend process improvements to support operational efficiency.

Employee Relations & Support

• Serve as a primary point of contact for employee HR-related matters, exercising discretion and independent judgment in responding to routine and moderately complex issues. 
• Assess employee concerns, determine appropriate next steps, and provide recommendations to leadership on resolution strategies. 
• Interpret and apply Firm policies consistently, ensuring fair and compliant outcomes. 
• Escalate complex or high-risk matters to the Firm Administrator with appropriate analysis and supporting information. 

Training & Engagement

• Coordinate and administer training initiatives, ensuring compliance with required training programs and tracking completion. 
• Recommend training needs and development opportunities based on observed trends and organizational needs.
• Support employee engagement initiatives and recommend improvements to enhance workplace culture and retention.

Compliance & Risk Management

• Support and monitor compliance with Firm policies and applicable federal, state, and local employment laws. 
• Maintain required employment documentation, including Form I-9 compliance, personnel files, and audit readiness. 
• Identify potential compliance risks and recommend corrective actions to leadership. 
• Apply knowledge of wage and hour laws, including the Fair Labor Standards Act, in HR processes and decision-making. 

General Support

• Support the Firm Administrator and leadership team with HR projects and initiatives that impact business operations. 
• Independently prioritize workload and manage competing priorities based on business needs. 
• Perform other duties as needed to support the Firm’s operational and strategic objectives. 

Work Experience

Required

• 2–5 years of Human Resources, administrative, or related professional experience in a professional environment. 
• Experience using Microsoft 365 Suite (Word, Excel, Outlook).

Preferred

• Prior Human Resources coordination, generalist functions, or administrative support experience.
• Familiarity with HRIS systems, timekeeping, or payroll systems.
• Experience in a professional services or legal environment.

Education / Certifications / Other Qualifications / Success Traits

Required

• High school diploma or equivalent required; associate or bachelor’s degree in human resources, Business Administration, or related field preferred.
• Strong organizational skills and attention to detail.
• Effective written and verbal communication skills in a professional environment.
• Ability to handle sensitive and confidential information with discretion.
• Ability to manage multiple priorities independently, exercise sound judgment in decision-making, and meet deadlines.

Success Traits

• Ensure Accountability: Completes work accurately and takes ownership of outcomes. 
• Team Focus: Collaborates effectively and supports Firm objectives. 
• Situational Adaptability: Maintains professionalism while navigating changing priorities and demands. 
• Action Oriented: Takes initiative and proactively identifies and resolves issues. 
• Professionalism & Confidentiality: Applies discretion, independent judgment, and integrity in all HR-related matters. 

ADDITIONAL INFORMATION

• This position is classified as exempt under the Fair Labor Standards Act and meets the criteria for the administrative exemption, including the exercise of discretion and independent judgment with respect to matters of significance. 
• The role is expected to operate with a high degree of autonomy and accountability in supporting the Firm’s HR operations. 
• This position does not supervise employees but may influence decision-making and business operations through HR recommendations and coordination.